Closing the gender pay gap
We always want to do the best we can for our people
As an independent, employee-owned company, putting our people first is at the heart of everything we do at RLB.
We use KPIs and a comprehensive road map to develop and implement improvements that will make a positive difference to our colleagues and ensure they have all the support they need to succeed.
How we are improving women's representation and progress at RLB:
- Relaunching our Women’s community within the UK and Europe.
- Introducing a development programme to build confidence for female employees (The Power of YOU).
- Launching NoPause – an assessment and coaching programme for female partners to support and mitigate the impact of the menopause.
- Continuing our employee training programme on imposter syndrome.
- Establishing robust succession planning and career pathways for all roles to provide transparent career opportunities and support professional development.
- Promoting our Menopause community, which offers increased support for colleagues going through menopause.
- Expanding our induction programme to include training modules on menopause awareness and relaunching line manager guides on menopause.
- Providing ongoing compulsory training for all employees on creating a work environment free from sexual harassment.
- Developing a new strategy whereby our preference is to backfill vacancies through promotion.
- Targeting recruitment of part-time workers, women returners and retirees by partnering with 55/Redefined and Career Returners.
- Collaborating with Building & Beyond, a student-staff initiative at the University of Reading, supporting the progression of women from underrepresented ethnic backgrounds within the construction industry.
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